(a) Appointment of Affirmative Action Officer. At the adoption of this plan, the City shall appoint an Affirmative Action Officer (AAO).
(b) Appointment of Affirmative Action Committee. Within thirty days from adoption of this plan, the City Manager shall appoint an Affirmative Action Committee (AAC). The Affirmative Action Committee shall provide assistance and advice to the AAO and Council on all matters relating to this plan.
(c) Analysis of Work Force. Within sixty days from adoption of this plan, the AAO shall prepare and present to the City Manager and AAC an analysis of utilization of minorities, women and handicapped persons in the various job classifications in the present work force. If this analysis reveals that these groups are underutilized, the AAO, in conjunction with the AAC and City Manager, shall develop strategy for correcting underutilization within thirty days after the analysis is submitted. This strategy shall be disseminated to all departments for implementation.
(d) Annual Updating of Work Force Analysis. Not less often than annually, the AAO, in conjunction with the AAC, shall update the employment utilization analysis in order to track the progress made in eliminating underutilization.
(e) Development of Job Description. Within ninety days from adoption of this plan, the AAO, in conjunction with the AAC, shall review all existing job descriptions in the Personnel Rules and recommend any needed changes thereto to include, but not be limited to, educational requirements, experience, duties and pay scale.
(f) Development of Evaluation System. Within ninety days from adoption of this plan, the AAO and AAC shall develop and prepare an evaluation system for each job category. The major criteria for this evaluation system is quality of performance. In order to be as objective as possible this evaluation system shall be based upon measurable or quantifiable objectives to the greatest extent feasible.
The evaluation system shall be used as the basis for all decisions, involving employment practices including firing, transfer, layoffs, rate of compensation, demotion, disciplinary actions and promotions.
(g) Recruitment/Hiring. The City shall initiate and maintain communications with minority and women community leaders to develop a mutual understanding of employment needs. Active solicitations of applications for available and anticipated jobs shall be pursued among the employment disadvantaged.
Any position or job opening shall be posted in City Hall and in various City departments. This opening shall also be advertised in a newspaper of general circulation. The posting or advertisement shall include the skill and/or educational requirements of the job.
All decisions shall be documented and included in the appropriate files. Any posting or advertisement shall use the EO logo which signifies Equal Employment Opportunity.
(Ord. 909. Passed 12-8-92.)